It is no news to say that the Covid-19 pandemic came to modify many practices that, up to that moment, were deeply rooted. An example? Working in an office and on a fixed schedule. Thus, according to IPADE Business School in Mexico, if before the pandemic 34% of workers in Mexico could work remotely, with the pandemic this figure increased to 68%. When the pandemic passed, this practice did not go away, but rather became established. 

Working remotely, and even having non-rigid schedules, is an essential part of labor flexibility. And in this practice many companies saw a positive point when it came to attracting and retaining talent. In this article we tell you why. 

What is flexible labor?

Work flexibility is a work model that allows employees and the employer to choose certain conditions in relation to their position. This translates into variable start times depending on the preferences or personal needs of each worker, the possibility of remote work, having different working hours, among others. Ultimately, the aim is to strike a balance between the interests of the individual and those of the company, and to reconcile a worker’s personal and professional life. 

Although there is no consensus as to what labor flexibility is, it can also be said that flexibility implies the modification of the worker’s traditional work scheme, as long as his or her type of work allows it. Why? Because there are jobs that are incompatible with certain points of flexibility, such as shift work or jobs that require presence (for example, those who attend to clients physically). 

The importance of labor flexibility 

According to the “Global Wellbeing Survey 2023” conducted in Mexico by the consulting firm Aon, a company can increase its performance between 11% and 55% when it implements policies that improve the quality of life of its employees, especially if they are aimed at balancing personal life and work. And not only that: 45% of those surveyed in the country say that, in order to feel in an “emotionally adequate” place, it must offer, first and foremost, flexibility. 

Thus seen, labor flexibility takes on real importance because it is valued as a highly positive feature by both job applicants and current employees of the organization, and also by companies that, by implementing this work system, are in turn better valued by their workers and by society in general. 

Types of labor flexibility

There are different types or models of labor flexibility, and here are some of them:

• Wage flexibility. This is perhaps one of the most controversial, since, as its name suggests, it means that salaries can be variable. This allows salaries to be adjusted according to the economic situation of the company: in the event of a drop in profits, salaries can be reduced to avoid job losses, and in the event of an improvement in profits, salaries can be increased.
• Hourly flexibility. This is a very popular type of flexibility, and is based on the fact that it is the worker who decides to regulate his working hours, as long as the objectives set by the company are met. It can be, for example, with a fixed-variable schedule (the company offers flexible hours subject to the choice of different start and end times) or a flexible schedule (the employee determines the hours he/she dedicates each day to his/her work). 
• Flexibility in the workspace. The best known of this type of flexibility is remote work or telecommuting, a type of flexibility that allows the employee to perform his or her tasks without having to physically go to the workplace, for example, to an office. There is also the possibility of a flexibility that aims at hybrid work, i.e., some days working remotely and other days working in the traditional workplace. 
• Functional flexibility. Also known as multitasking, it is a work flexibility that aims to overturn the idea that an employee can only perform one task within a company. The idea is to enhance all the capabilities of a worker, so that they can take on different tasks, feeling more motivated and able to perform more than one function. However, the danger is that they may be saturated by taking on too many tasks. 
• Workforce flexibility. The purpose of this flexibility is that the workforce can be reorganized according to a company’s needs. This allows companies to adapt to the context they are living in with a workforce that adapts to the circumstances.

Advantages of flexible labor 

In general, labor flexibility brings quite a few benefits or advantages to the world of work, both for employees and for the companies that adopt this model. These are detailed below:

Benefits for employees

• Work-life balance. This is one, if not the most, important aspect of work flexibility and one of the most valued, as it allows balancing aspects that traditional models do not usually take into account. 
• It gives workers a sense of control over their work. By managing schedules or place of work, for example, it gives a sense of control over work and one’s own life. 
• Increases commitment and job satisfaction. Job flexibility enables employees to feel satisfied in their jobs and, therefore, increases their commitment to their work. 
• Improves their overall health and well-being. Being satisfied and at ease in a job helps strengthen a worker’s health and overall well-being.
• Reduced likelihood of job stress. Being able to reconcile work and personal life, for example by determining work schedules or the place where work is performed, helps reduce work stress. 
• Encourages self-discipline and responsibility. Employees are aware that their performance is evaluated by results and not by hours in the work chair, and this encourages self-discipline and responsibility. 

Benefits for companies

• Improved work climate. The general climate is favored because employees are more comfortable with this model, especially in terms of reconciling their personal and professional lives. 
• Increases productivity. Work flexibility motivates employees and this has a positive influence on the company’s work performance and productivity. 
• Cost reduction. Savings in facility maintenance, infrastructure and office rental costs.

And, above all: 

• Talent retention. As employees are more comfortable, the possibility of talent turnover and migration decreases. 
• Talent attraction. Companies that follow flexible models have a better reputation and corporate image, which attracts talent. 

Examples of flexibility at work

More and more organizations are adopting this work model. Some of them are:

• Colgate-Palmolive. With some 37,000 workers around the world, this organization implemented a flexibility program that includes aspects such as flexible schedules and family reconciliation with daycare and childcare at its facilities.
• American Express. With a workforce of more than 50,000 employees worldwide, this company offers opportunities ranging from part-time, full-time and telecommuting.
• Dell. The technology company, Dell, has adopted a hybrid and remote work strategy. Thus almost 60% of its entire workforce works remotely or by combining face-to-face and remote workdays.

If you want to implement the flexible work model in your company, Kilpatrick’s team of experts can help you introduce it, and thus attract and retain talent in your organization.